Research paper topics, free example research papers

You are welcome to search thousands of free research papers and essays. Search for your research paper topic now!

Research paper example essay prompt: There Are People Out There In The Workforce That Believe They Are Obligated To Do Their Best At Their Job Simply Because That - 1356 words

NOTE: The samle research paper or essay prompt you see on this page is a free essay, available to anyone. You can use any paper as a sample on how to write research paper, essay prompts or as a source of information. We strongly discourage you to directly copy/paste any essay and turn it in for credit. If your school uses any plagiarism detecting software, you might be caught and accused of plagiarism. If you need a custom essay or research paper, written from scratch exclusively for you, please use our paid research paper writing service!

.. ur ways to combat this problem: 1. Change
management style 2. Change working conditions 3.
Provide incentives 4. Develop an attendance policy
We are all aware of that when employees call in
ill, it does not mean they are truly too
physically ill to work.

One reason, outside of
illness, that employees are absent is stress
(www.employer-employee.com). The number one reason
employees are stressed has to do with their
relationship with their manager or supervisor.
Management styles that are authoritarian tend to
promote high levels of absenteeism among
employees. Authoritarian managers are managers who
have poor listening skills, set unreachable goals,
have poor communication skills, and are inflexible
(Managing Human Resources, Sherman, Bohlander,
Snell). In other words, they yell too much, blame
others for problem and make others feel that it
must be their way or the "highway." By identifying
managers who use an authoritarian style, and by
providing them with management training, you will
be taking a positive step not only toward reducing
absenteeism, but also reducing turnover, job
burnout, and employee health problems such as
backaches and headaches. Not only does
relationship stress occur between the employee and
manager, but it also exists between employees.
Frequently I hear employees say they did not go to
work because they are fearful of or angry with
another employee.

These employees usually report
they just could not deal with a certain person
today, so they called in ill. Companies that
adopted policies and values that promote employee
respect and professionalism, and promote an
internal conflict resolution procedure, are
companies that reduce employee stress. A reduction
in employee stress reduces employee absenteeism.
An incentive provides an employee with a boost to
their motivation to avoid unnecessary absenteeism.
It simply helps the employee decide to go to work
instead of sitting home watching non-intellectual
television programs such as Jerry Springer. Some
companies allow employees to cash in their unused
sick days at the end of a quarter. Others give an
employee two hours of bonus pay for every month of
perfect attendance or unused sick days.

And still
others provide employees with a buffet lunch, a
certificate of achievement, or even a chance at
winning prizes. The type of incentive program your
company uses should be created for your company.
As I said before, incentives and rewards can be
unimportant or punishments to some while they are
incentives to work harder and rewards to others.
For example my employees might not care about
getting an extra $20 at the end of the month but
might respond greatly to getting a weekend off the
next month or getting free lunch for perfect
attendance. The duration of the incentive program
is also very important to it working well. Once
again, your employees should help you set a time
frame hat is reasonable. Since I work for a beach
club and it is only open for three months a year I
would work on a two-week program or even a weekly
program if I were using something like a free
lunch.

Generally the younger the employee and the
harder the work the more the incentive should be
given. Another idea is to start small and work up
to larger rewards, ex: free lunch can progress to
a weekend off. This would start with the weekly
reward and finally the big reward would come at
the end of the month. This would work well because
I have young employees (ages 14 to 20). An
attendance policy allows a manager, like myself,
to intervene with an employee who is frequently
absent.

. According to the Family and Medical
Leave Act (FMLA), employees are allowed up to 12
weeks of unpaid leave (Managing Human Resources,
Sherman, Bohlander, Snell). This is because stress
is not the only reason for absenteeism. Besides
stress as a primary reason for employee
absenteeism, other causes relate to alcoholism,
domestic violence, family problems, and sometimes
laziness (like in my case). If you confront an
employee about his or her frequent absenteeism,
and they inform you it is due to personal
problems, consider referring them to an Employee
Assistance Program, EAP
(www.employer-employee.com).

If the employees
absenteeism relates to a medical problem or a
family member with a medical problem you may have
to consider allowing the employee to use the
benefits allowed to them under the Americans with
Disability Act, ADA, or the Family and Medical
Leave Act, FMLA (Managing Human Resources,
Sherman, Bohlander, Snell). Make sure you check
that your employee policy does not break any
federal laws before you enforce it. Reducing
absenteeism will reduce employee burnout,
turnover, poor morale, and workplace negativism.
Here is a little information about the FMLA. It
can be used for the care of a newborn after birth,
or adoption. It is for any immediate family member
such as a spouse, child, or parent.

It is also for
your own serious health concerns. Serious health
problems include cancer, or fatal disease. It does
not include the common cold, headaches, or a
stomach bug. Not everyone is covered by FMLA. To
be considered an eligible employee you must have
1,250 hours or 12 months in a company and your
employer must employ 50 people within 75 miles of
the worksite.

If you do take the allowed 12 weeks
or less, your employer, when you return, must
uphold a few standards. They must allow you to
return to the same position or one of equal
status, and they must maintain your benefits. Your
employer also must not decrease your pay or
benefits at the conclusion of 12 weeks. We all
know what it means to be deprived of time. The way
it is today, everything you do has to be done "in
a New York minute".

An added stress people have to
worry about is not having time to do the little
day-to-day things such as doctors appointments and
the dry cleaning (). Another way a company can
motivate employees and keep stress down is to come
up with solutions to their workers problems. When
I saw this information I thought a little about
some ways to help solve these problems. For
doctors visits, try to find a doctor to do on the
site checkups where anyone in the office can
schedule an appointment. For the dry cleaning,
find a service near by that will pick up and
deliver from the office.

What about grocery
shopping? What would it be like to call in an
order ready for pickup when you get off of work?
There are also on-line services that you can buy
your groceries from and have them delivered to
your house. How about a stress relieving massage
or facial and pedicure? You can offer to have a
weekly visit from a masseuse and a manicurist. I
have also thought that there are not always stores
with these services so why not hire people for
these jobs. Im sure there is an older person
looking for part time work, or a mom who wants to
earn a little extra money. These are the type of
people for this job.

Now that you have thought of
ways to keep your employees in the office more and
ways to keep them calm, you will have a more
productive business. These are only a few dilemmas
with easy solutions. You would have to find out
what irks your employees to make a project like
this successful. To do this you might come up with
a questionnaire (see sample at the end of the
paper). Not only will you know their problems, but
they will also notice that you, as a manager, care
about their needs.

This creates a sense of worth
in a company. There are all kinds of employees out
there with different work ethics. This creates a
problem with keeping productivity high. A way to
ensure employee happiness and high profit is to
reward and provide custom made incentives for your
company. Bibliography Works Cited 1.